In keeping with its philosophy of “Be the strongest you can be… Go as high as you can… Go as far as you can… Do the best that you can” our group develops and implements human resources policies and functions that result in systems that offer our customers with the highest quality production under the best possible conditions and in the shortest possible time while also ensuring the ongoing development and productivity of our employees in line with our quality policy. The objectives of these policies and functions are to:

• Recruit employees whose level of education is high, who are open to innovation and change, who seek to develop themselves and their competencies, who identify with the KORTEKS family principle of “Country, company, and family first”, and who will live by these values and pass them on to others
• Provide employees with a professional working environment and offer them career development opportunities through personal development and ongoing professional trainingÇalışanlara profesyonel bir çalışma ortamı sağlayıp, kişisel gelişim ve sürekli mesleki eğitimlerle kariyer geliştirme fırsatları sunmak,
• Maintain a permanently dynamic organizational structure that is open to change and development in line with our company’s strategic plans and goals.Kuruluşumuzun stratejik plan ve hedefleri doğrultusunda organizasyon yapımızı sürekli dinamik tutarak değişime ve gelişime açık olmak,

Our training policy is structured in keeping with the principle of a “continuously learning organization”. Training and development programs are designed and implemented in line with personal development plans.

The goal in training is to achieve continuity so as to continuously enhance our quality and productivity and increase our employees’ levels of knowledge and skills. In keeping with this overall goal, our training activities focus on the following:

• In-house training: Experienced company managers provide practical and technical in-service training in our training halls and on the job on varied issues such as job descriptions, task instructions, work processes, job health and safety, fire prevention, security, earthquake safety, and quality and environment management systems.
• Outsourced training: Training programs are outsourced to professional training institutions and academicians in Turkey and abroad to increase our employees’ personal development and their technical knowledge and skills.
• Orientation programs: All newly-recruited employees attend a two-week orientation program that focuses on familiarizing them with the company and its corporate culture, employee rights and responsibilities, management personnel, fire safety, quality and environment policies, and production and work flows.
• Fairs and conferences: Trade and professional fairs and conferences in Turkey and abroad are attended by company personnel at all levels from highest to lowest in line with their particular duties and functions. Information and documents obtained at such events are announced and made accessible to all company personnel.

The following are some of the training programs that are given to company employees:

QUALITY AND PRODUCTIVITY TRAINING
Managing Work Processes
Types of Errors and Analyzing Their Effects(FMEA)
Physical and Tests
ISO 14000 Environmental Management System
ISO 9000 Specialist Training System
ISO 14000 Environmental Management System

PERSONNEL DEVELOPMENT
Effective Management
Personal Motivation
Managing Time
“People First”: Teamwork For Managers
Managing People Effectively
Coaching Skills
Creative Problem-Solving and Decision-Making
Coaching Skills
Creative Problem-Solving and Decision-Making Techniques
Emotional Intelligence: The Key to Success and Happiness

MANAGERIAL DEVELOPMENT
General Budgeting
Financial Management for Managers Who aren’t Financiers
Career Planning and Career Management
Customer Satisfaction

TRAINEE OPPORTUNITIES

Applying for professional trainee positions:Our company provides planned professional training in line with departmental needs so that students who are enrolled in professional and technical training institutions can improve their on-the-job skills in line with the requirements of Statute 3308 concerning apprenticeships and professional training. A limited number of summer-hire trainee positions are available every year in July through September for students in technical lycees, professional high schools, and similar institutions who are required to put their theoretical classroom knowledge to work in an actual working environment. Applications for acceptance into this program should be made in April-May of the year by submitting a trainee application (with a photograph attached) in person to our Human Resources Department or else by filling out and sending in the on-line form available on this website.

To apply for a trainee position, click here

JOB APPLICATION FORM

Please follow the link below to obtain a job application form. After filling this form out completely, it should be printed out and faxed to the number indicated.
Job Application Form

Frequently-Asked Questions

• Does your company have a suggestion and reward system?
  A suggestion and reward system has been set up at our company for the purposes of improving manufacturing productivity, lowering costs, and contributing to our R&D activities. In this system, suggestions received from employees are examined by the Suggestion Committee and if a suggestion is found to be useful, the person making it is rewarded according to the added value that it creates for the company. There is also a system that identifies and rewards employees who have made an exceptional effort towards achieving our company’s goals and who serve as an example to others. In-house channels of communication are used to keep all employees informed of exemplary behaviour as a way of encouraging its emulation among others.
  
  
• How does your compensation system operate?
  White-collar employees at our company receive compensation on the basis of their performance and competencies. The compensation system for blue-collar workers starts out at minimum wage for a three-month trial period after initial hire and then continues in line with the terms of the existing collective bargaining agreement.

Social Opportunities and Advantages

The synergies created by members of our group being active in different lines of business provide countless advantages for our employees.
The following are just a few of these advantages:

• Employees’ salaries are paid through Denizbank, a Zorlu Group subsidiary. Zorlu employees can take advantage of highly favourable credit and loan conditions offered exclusively to them by Denizbank.
• Company employees are given substantial discounts and advantageous instalment options when buying home textiles at our Linens stores.
• Company employees can buy Vestel electronic equipment and household appliances on highly favourable terms.
• Our employees’ first-degree relatives are given priority when applying for professional training and summer trainee positions.
• Every year a number of children of company employees who satisfy specific success and income level criteria are given student scholarships by the Mehmet Zorlu Education, Health, Culture, and Mutual Assistance Foundation.

COMMUNICATION